Pengaruh Kepemimpinan Transformasional dan Motivasi Kerja terhadap Kinerja Karyawan Generasi Z dengan Mediasi Kepuasan Kerja pada Start-Up Aggregator PT MKB di Malang
DOI:
https://doi.org/10.37385/rq6vcx68Keywords:
Generasi Z, kepemimpinan transformasional, kepuasan kerja, kinerja karyawan, motivasi kerja, PLS-SEM.Abstract
Penelitian ini bertujuan menganalisis pengaruh kepemimpinan transformasional dan motivasi kerja terhadap kinerja karyawan Generasi Z, baik secara langsung maupun melalui kepuasan kerja sebagai variabel mediasi pada Start-Up Aggregator PT. MKB di Malang. Penelitian menggunakan pendekatan kuantitatif eksplanatori dengan teknik sensus terhadap 163 karyawan Generasi Z. Data dikumpulkan melalui kuesioner berskala Likert lima poin dan dianalisis menggunakan Partial Least Squares Structural Equation Modeling (PLS-SEM) dengan SmartPLS 4.0. Hasil penelitian menunjukkan bahwa kepemimpinan transformasional berpengaruh positif dan signifikan terhadap kinerja karyawan (β = 0,146; p = 0,044) dan kepuasan kerja (β = 0,537; p < 0,001). Motivasi kerja juga berpengaruh positif dan signifikan terhadap kinerja karyawan (β = 0,525; p < 0,001) dan kepuasan kerja (β = 0,223; p = 0,001), sedangkan kepuasan kerja berpengaruh positif dan signifikan terhadap kinerja karyawan (β = 0,473; p < 0,001). Selain itu, kepuasan kerja secara signifikan memediasi pengaruh kepemimpinan transformasional terhadap kinerja (β = 0,254; p < 0,001) serta pengaruh motivasi kerja terhadap kinerja (β = 0,106; p = 0,007). Temuan ini menunjukkan bahwa motivasi kerja merupakan pendorong langsung utama kinerja, sedangkan kepemimpinan transformasional terutama berkontribusi melalui pembentukan kepuasan kerja. Dengan demikian, peningkatan kinerja karyawan Generasi Z pada lingkungan start-up perlu dilakukan melalui penguatan praktik kepemimpinan yang inspiratif, pengelolaan motivasi yang sesuai dengan karakter tenaga kerja muda, serta penciptaan pengalaman kerja yang mampu meningkatkan kepuasan karyawan.
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